Gender equity: myths and realities about women's leadership


In recent years, women have adopted an essential role in productive, business and entrepreneurial projects. This is not by chance, it is the result of years of struggle for their talents and abilities to be recognized, promoting gender equality in all areas of society.

Despite the great challenges that this implies, such as addressing the lack of opportunities for women and the gender pay gap, efforts have not stopped. Today, many women are reaching leadership positions, driving important projects and creating ventures that also have an impact on the social sphere.

Female leadership is also surrounded by many myths, but also many realities that show why empowering and promoting women is essential. To learn more about this topic, we share some of them with you:

  • Myth

Female leadership must be equal to male leadership in order to provide the same value.

  • Reality

No leadership is the same or similar, each person, regardless of gender, brings value according to their experience, knowledge and even their personality. This means that when exercising leadership, each leader gives it his or her own style, his or her particular stamp.

Of course, the context in which this leadership takes place also influences, but gender has no influence on whether the leader is more or less valuable and capable of leading his or her team.

  • Myth

Female leadership is weak.

  • Reality

Several studies indicate that although there are differences in men's and women's leadership styles, each person's behaviors are learned and can be modified. In addition, it has been shown that while men's leadership is based on the transactional, women's leadership is based on the transformational.

In this sense, women focus more on strengthening the capacities of their teams, generating win-win conditions, listening and communicating for the common good. This, in reality, generates a strong and positive leadership.

  • Myth

Female leadership does not bring different benefits to companies.

  • Reality

Various studies indicate that having women in management positions increases revenue and profitability of companies. The Peterson Institute's "Is Gender Diversity Profitable?" report indicates that organizations with 30% women leaders achieve a 6% margin increase, while the ILO indicates that companies with at least one woman on the board of directors can achieve 26% market capitalization.

In the case of Latin America, the report "Gender Diversity and Corporate Performance", conducted by Suisse Research Institute, indicates that companies with mixed boards of directors improved their results by 45%. These figures demonstrate the positive effects of promoting female leadership.

These are just some of the myths surrounding leadership within companies. But, as the data shows, boosting gender equity in the productive sectors brings great benefits and helps in the fight against exclusion, discrimination and inequality.

Closing gender gaps is a commitment that must be made in all sectors, because women have much to contribute in the construction of projects that can change the world.